PF2 1 Parental Leave Systems

OECD Family database http://www.oecd.org/els/family/database.
htm
OECD - Social Policy Division - Directorate of Employment, Labour and Social Affairs
PF2.1: Key characteristics of parental leave systems
Definitions and methodology
This indicator provides an overview of parental leave systems across OECD and EU countries. Parental
leave systems are diverse and individual systems do not always fit neatly into classifications suitable for
international comparison. That said, four general types of parental leave are identifiable:
Maternity leave (or pregnancy leave): employment-protected leave of absence for employed women
at around the time of childbirth, or adoption in some countries. The ILO convention on maternity leave
stipulates the period of leave to be at least 14 weeks. In most countries beneficiaries may combine pre-
with post-birth leave; in some countries a short period of pre-birth leave is compulsory, as is a 6 to 10 week
leave period following birth. Almost all OECD countries have public income support payments that are
tied to taking maternity leave. In some countries (for example, Australia, Iceland, New Zealand, Norway
and Sweden), there is no separate regulation for (paid) maternity leave with stipulations instead integrated
into the parental leave scheme.
Paternity leave: employment-protected leave of absence for employed fathers at or in the first few
months after childbirth. Paternity leave is not stipulated by international convention. In general, periods of
paternity leave are much shorter than for maternity leave. Because of the short period of absence, workers
on paternity leave often continue to receive full wage payments. In some countries (e.g. Iceland), father-
specific leave entitlements are part of the parental leave scheme, rather than a separate right.
Parental leave: employment-protected leave of absence for employed parents, which is often
supplementary to specific maternity and paternity leave periods, and frequently, but not in all countries,
follows the period of maternity leave. Entitlement to the parental leave period is often individual (i.e. each
parent has their own entitlement) while entitlement to public income support is frequently family-based, so
that in general only one parent claims such income support at any one time (except for a short period after
childbirth). In some countries parental leave is generally a sharable family entitlement but with certain
periods reserved for use by the mother or father, while in others (such as Austria and Germany) ‘bonus’
paid weeks are offered if both parents use a certain portion of the family entitlement. Assuming that the
family wishes to maximize the total length of leave on offer, this implies that a certain number of weeks
are effectively ‘reserved’ for fathers or the ‘second’ parent.
Home care leave (or childcare or child raising leave): employment-protected leaves of absence that
sometimes follow parental leave and that typically allow at least one parent to remain at home to provide
care until the child is two or three years of age. Home care leaves are less common than the other three
types of leave and are offered only in a minority of OECD countries. They are also often unpaid, and
where a benefit is available the home care leave tends to be paid only at a low flat-rate.
In addition to these common types, a couple of additional working definitions are used in this indicator to
allow for full and consistent cross-country comparison of leave entitlements:
Parental and home care leave available to mothers: covers all weeks of employment-protected
parental and home care leave that can be used by the mother. This includes any weeks that are an
individual entitlement or that are reserved for the mother, and those that are a sharable or family
entitlement. It excludes any weeks of parental leave that are reserved for the exclusive use of the father.
Other relevant indicators: Family-friendly workplace practices (LMF2.4); Public spending on family benefits (PF1.1); Typology of family benefits
(PF1.3); Use of childbirth-related leave by mothers and fathers (PF2.2); Additional leave entitlements of working parents (PF2.3); Public
spending on childcare and early education (PF3.1) and; Enrolment in day-care and pre-schools (PF3.2).
1 Updated: 26-10-17
OECD Family database http://www.oecd.org/els/family/database.htm
Father-specific parental and home care leave: covers any weeks of employment-protected parental
or home care leave that can be used only by the father or ‘other parent’. This includes any weeks of
parental leave that are and individual non-transferable entitlement for the father or ‘other parent’, plus any
weeks of sharable leave that are effectively ‘reserved’ because they must be used by the partner of the main
leave-taker (often the father) in order for the family to qualify for bonus weeks. Weeks are included here
only if they are fully non-transferable. Any entitlements that are initially given to the father but that can be
transferred to the mother are not included.
Tables PF2.1.C-PF2.1.F – shown towards the end of this document – detail the key characteristics of
maternity, paternity, and parental and home care leaves across countries. First, however, tables PF2.1.A
and PF2.1.B and charts PF2.1.A-PF2.1.C summarise paid leave entitlements. They show the duration of
paid maternity leave, paid parental and home care leave available to mothers, paid paternity leave and paid
father-specific parental and home care leave. In all cases entitlements reflect only those weeks of leave for
which at least some payment is available. Because payment rates vary across countries and types of leave,
entitlements are presented in both ‘duration in weeks’ form and in ‘full-rate equivalent’ (FRE) form, that is,
as the length of the paid leave in weeks if it were paid at 100% of previous earnings. The calculation of the
full-rate equivalent (FRE) can be summarized by:
FRE = Duration of leave in weeks * payment rate (as per cent of average earnings)
received by the claimant over the duration of the leave
The payment rates shown are the average payment rate available across the relevant paid leave for an
individual on 100% of (2015) national average earnings. In most countries leave payments are calculated
on the basis of gross earnings, with the rates shown reflecting the proportion of gross earnings replaced by
the relevant payments. However, in some countries (e.g. Austria, Chile, France and Germany) payments
are based on net (post income tax and social security contribution) earnings. Payment rates for these
countries reflect the proportion of net earnings replaced by the relevant payments, and should not be
compared directly with those payment rates based on gross earnings (see the notes to table PF2.1.A. for
more detail).
The information shown in the tables below refer to entitlements, benefit rules and payment rates
applicable at April 2016 (unless otherwise specified).
Key findings
On average across OECD countries, mothers are entitled to 18 weeks of paid maternity leave
around childbirth (table PF2.1.A and chart PF2.1.A). Almost all OECD countries offer paid maternity
leaves that last at least three months – which is not surprising given that both the ILO convention on
maternity leave and the current EU directive on maternity leave stipulate that mothers should have access
to at least 14 weeks of leave around childbirth – with the United States the only country to offer no
statutory entitlement to paid leave on a national basis. In some countries entitlements to paid maternity
leave extend to over six months. In the United Kingdom, for example, mothers can take up to nine months
paid maternity leave.
Maternity leaves are generally well paid. Most OECD countries provide payments that replace
over 50% of previous earnings, with twelve countries offering a mother on average earnings full
compensation across the leave. Payment rates are lowest in Ireland and the United Kingdom, where only
around one-third of gross average earnings are replaced by the maternity benefit. As a result, despite
lengthy paid leave entitlements, full-rate equivalent paid maternity leave in these countries lasts only nine
and twelve weeks respectively.
2 Updated: 26-10-17
Table PF2.1.A. Summary of paid leave entitlements available to mothers
Paid maternity, parental and home care leave available to mothers, in weeks, 2016a
Paid maternity leave Paid parental and home care leave Total paid leave available to mothers
available to mothersc
Average Full-rate Average Full-rate Average Full-rate
Length, in payment equivalent, Length, in payment equivalent, Length, in payment equivalent,
weeks rateb (%) in weeks weeks rateb (%) in weeks weeks rateb (%) in weeks
(1) (2) (3) (4) (5) (6) (7)=(1)+(4) (8) (9)

Australia 18.0 42.3 7.6 0.0 0.0 0.0 18.0 42.3 7.6
Austria (b) 16.0 100.0 16.0 44.0 80.0 35.2 60.0 85.3 51.2
Belgium 15.0 64.1 9.6 17.3 20.2 3.5 32.3 40.6 13.1
Canada 17.0 48.4 8.2 35.0 54.9 19.2 52.0 52.8 27.4
Chile (b) 18.0 100.0 18.0 12.0 100.0 12.0 30.0 100.0 30.0
Czech Republic 28.0 62.6 17.5 82.0 43.4 35.6 110.0 48.3 53.1
Denmark 18.0 53.6 9.6 32.0 53.6 17.1 50.0 53.6 26.8
Estonia 20.0 100.0 20.0 146.0 44.5 65.0 166.0 51.2 85.0
Finland 17.5 74.4 13.0 143.5 19.2 27.6 161.0 25.2 40.6
France (b) 16.0 94.2 15.1 26.0 14.5 3.8 42.0 44.9 18.8
Germany (b) 14.0 100.0 14.0 44.0 65.0 28.6 58.0 73.4 42.6
Greece 43.0 54.2 23.3 0.0 0.0 0.0 43.0 54.2 23.3
Hungary 24.0 70.0 16.8 136.0 40.4 55.0 160.0 44.9 71.8
Iceland 13.0 59.7 7.8 13.0 59.7 7.8 26.0 59.7 15.5
Ireland 26.0 34.3 8.9 0.0 0.0 0.0 26.0 34.3 8.9
Israel (d) 14.0 100.0 14.0 0.0 0.0 0.0 14.0 100.0 14.0
Italy 21.7 80.0 17.4 26.0 30.0 7.8 47.7 52.7 25.2
Japan 14.0 67.0 9.4 44.0 59.9 26.4 58.0 61.6 35.8
Korea 12.9 79.5 10.2 52.0 28.5 14.8 64.9 38.6 25.0
Latvia 16.0 80.0 12.8 78.0 51.9 40.5 94.0 56.7 53.3
Luxembourg 16.0 100.0 16.0 26.0 38.4 10.0 42.0 61.9 26.0
Mexico 12.0 100.0 12.0 0.0 0.0 0.0 12.0 100.0 12.0
Netherlands 16.0 100.0 16.0 0.0 0.0 0.0 16.0 100.0 16.0
New Zealand 18.0 42.6 7.7 0.0 0.0 0.0 18.0 42.6 7.7
Norway 13.0 97.9 12.7 78.0 41.3 32.2 91.0 49.4 45.0
Poland 20.0 100.0 20.0 32.0 67.5 21.6 52.0 80.0 41.6
Portugal 6.0 100.0 6.0 24.1 59.6 14.4 30.1 67.7 20.4
Slovak Republic 34.0 70.0 23.8 130.0 23.0 29.9 164.0 32.7 53.7
Slovenia 15.0 100.0 15.0 37.1 90.0 33.4 52.1 92.9 48.4
Spain 16.0 100.0 16.0 0.0 0.0 0.0 16.0 100.0 16.0
Sweden 12.9 77.6 10.0 42.9 57.7 24.7 55.7 62.3 34.7
Switzerland 14.0 56.4 7.9 0.0 0.0 0.0 14.0 56.4 7.9
Turkey 16.0 66.0 10.6 0.0 0.0 0.0 16.0 66.0 10.6
United Kingdom 39.0 30.9 12.1 0.0 0.0 0.0 39.0 30.9 12.1
United States 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
OECD average 18.0 - - 37.2 - - 55.2 - -
Costa Rica 17.3 100.0 17.3 0.0 0.0 0.0 17.3 100.0 17.3
Bulgaria 58.6 78.4 45.9 51.9 37.7 19.6 110.4 59.3 65.5
Croatia 30.0 100.0 30.0 26.0 33.6 8.7 56.0 69.2 38.7
Cyprus (e,f,g) 18.0 75.2 13.5 0.0 0.0 0.0 18.0 75.2 13.5
Lithuania 18.0 100.0 18.0 44.0 100.0 44.0 62.0 100.0 62.0
Malta 18.0 87.0 15.7 0.0 0.0 0.0 18.0 87.0 15.7
Romania (b) 18.0 85.0 15.3 38.7 85.0 32.9 56.7 - -
EU average 21.8 - - 43.8 - - 65.6 - -
Eurozone ave. 19.1 - - 41.4 - - 60.4 - -
a) The table refers to paid leave entitlements in place as of April 2016. Data reflect entitlements at the national or federal level only, and do not reflect regional
variations or additional/alternative entitlements provided by states/provinces or local governments in some countries (e.g. Québec in Canada, or California in the
United States). See Tables PF2.1.C, PF2.1.D, PF2.1.E and PF2.1.F for details on benefit payment rules and conditions.
b) The "average payment rate" refers the proportion of previous earnings replaced by the benefit over the length of the paid leave entitlement for a person earning
100% of average national (2015) earnings. If this covers more than one period of leave at two different payment rates then a weighted average is calculated based
on the length of each period. In most countries benefits are calculated on the basis of gross earnings, with the "payment rates" shown reflecting the proportion of
gross earnings replaced by the benefit. In Austria, Chile, Germany and Romania (parental leave only) benefits are calculated based on previous net (post income
tax and social security contribution) earnings, while in France benefits are calculated based on post-social-security-contribution earnings. Payment rates for these
countries reflect the proportion of the appropriate net earnings replaced by the benefit. Additionally, in some countries maternity and parental benefits may be
subject to taxation and may count towards the income base for social security contributions. As a result, the amounts actual amounts received by the individual on
leave may differ from those shown in the table.
c) Information refers to parental leave and subsequent periods of paid home care leave to care for young children.
d) The statistical data for Israel are supplied by and under the responsibility of the relevant Israeli authorities. The use of such data by the OECD is without
prejudice to the status of the Golan Heights, East Jerusalem and Israeli settlements in the West Bank under the terms of international law.
e) Footnote by Turkey: The information in this document with reference to « Cyprus » relates to the southern part of the Island. There is no single authority
representing both Turkish and Greek Cypriot people on the Island. Turkey recognizes the Turkish Republic of Northern Cyprus (TRNC). Until a lasting and
equitable solution is found within the context of United Nations, Turkey shall preserve its position concerning the “Cyprus issue”;
3 Updated: 26-10-17
f) Footnote by all the European Union Member States of the OECD and the European Commission: The Republic of Cyprus is recognized by all members of the
United Nations with the exception of Turkey. The information in this document relates to the area under the effective control of the Government of the Republic of
Cyprus.
g) Payment rates in Cyprus based on average wages from 2014
Sources: see tables PF2.1.C-PF2.1.F
Chart PF2.1.A. Paid maternity leave, 2016

Duration of paid maternity leave and the average payment ratea across paid maternity leave for an
individual on national average earnings
Panel A. Weeks of paid maternity leav e Panel B. Av erage pay ment rate across paid maternity leav e
(%)
70 60 50 40 30 20 10 0 0 10 20 30 40 50 60 70 80 90 100
Bulgaria
Greec e
United Kingdom
Slovak Republic
Croatia
Czec h Republic
Ireland
Hungary
EU average
Italy
Estonia
Poland
Eurozone ave.
Australia
Chile (a)
Denmark
New Zealand
Cyprus (c ,d,e)
Lithuania
Malta
Romania
OECD average
Finland
Costa Ric a
Canada
Austria (a)
Franc e (a)
Latvia
Luxembourg
Netherlands
Spain
Turkey
Belgium
Slovenia
Germany (a)
Israel (b)
Japan
Switzerland
Ic eland
Norway
Korea
Sweden
Mexic o
Portugal
United States
a) Cross-hatching indicates payment rates based on net earnings. See note b) to Table PF2.1.A.
b) See note d) in Table PF2.1.A
c) See note e) in Table PF2.1.A
d) See note f) in Table PF2.1.A
e) See note g) in Table PF2.1.A
The availability and generosity of paid parental and home care leave varies considerably across countries
(table PF2.1.A and chart PF2.1.B). The OECD average entitlement available to mothers stands at just over
37 weeks, with most of those countries that offer at least one week providing somewhere between 26 and
52 weeks. However, 12 OECD countries offer no entitlement to paid parental or home care leave at all,
while at the other extreme four OECD countries (Estonia, Finland, Hungary and the Slovak Republic)
provide a statutory entitlement to over two-and-a-half years.
4 Updated: 26-10-17
Parental and home care leave payment rates tend to be lower than those for maternity leave. Most countries
provide benefits that replace somewhere around 40% to 60% of previous earnings, but this varies
considerably across countries. The lowest payment rates tend to be found in countries with the longest
entitlements. In the Slovak Republic, for example, payments across the 130-week paid parental leave
entitlement replace only 23% of average gross earnings, while in Finland the payment rate falls to 19.2%.
In the latter case, this is because a substantial portion of the overall leave entitlement takes the form of an
extended ‘home care’ leave. The objectives behind paid home care leaves tend to be a little different to
those behind paid parental leave – rather than providing parents with short-term compensation for earnings
forgone by suspending employment, these extended benefits instead look to offer medium-term financial
support to parents who wish to remain at home to care for young children. As a result, these longer leaves
are often paid only through low flat-rate benefits and usually replace only a small proportion of previous
earnings.
Chart PF2.1.B. Paid parental and home care leave available to mothers, 2016
Duration of paid parental and home care leave available to mothersa, and the average payment rateb across
paid parental and home care leave available to mothers for an individual on national average earnings
Panel A. Weeks of paid parental and home care leav e Panel B. Av erage pay ment rate across paid parental and
home care leav e (%)
160 140 120 100 80 60 40 20 0 0 10 20 30 40 50 60 70 80 90 100
Estonia
Finland
Hungary
Slovak Republic
Czec h Republic
Latvia
Norway
Korea
Bulgaria
Austria (b)
Germany (b)
Japan
Lithuania
EU average
Sweden
Eurozone ave.
Romania (b)
OECD average
Slovenia
Canada
Denmark
Poland
Franc e (b)
Italy
Luxembourg
Croatia
Portugal
Belgium
Ic eland
Chile (b)
Australia
Greec e
Ireland
Israel (c )
Mexic o
Netherlands
New Zealand
Spain
Switzerland
Turkey
United Kingdom
United States
Costa Ric a
Cyprus
Malta
a) See note c) in Table PF2.1.A

b) Cross-hatching indicates payment rates based on net earnings. See note b) to Table PF2.1.A
c) See note d) in Table PF2.1.A
5 Updated: 26-10-17
d) See note e) in Table PF2.1.A
e) See note f) in Table PF2.1.A
f) See note g) in Table PF2.1.A
Paid leaves specific to or reserved for fathers tend to be far shorter than paid leaves available to mothers
(table PF2.1.B and chart PF2.1.C). On average OECD countries offer just over eight weeks of paid father-
specific leave, either through paid paternity leave or paid father-specific parental or home care leaves.
Eight OECD countries provide no paid father-specific leave at all, and 13 offer two weeks or less. At the
other end of the scale, eight countries reserve three months or more paid leave just for fathers. The two
East Asian OECD countries – Japan and Korea – provide paid father-specific leaves that last as long as
twelve months.
Father-specific leaves are often well paid when short, although payment rates tend to fall once entitlements
last longer than one month or so. Of those countries that offer at least one month, some of the highest
payment rates are in Norway – where payments replace almost 100% of gross earnings for an average
earner – and Sweden, where payments across the 13 weeks of paid paternity and paid father-specific
parental leave replace over 75% of gross earnings for an average earner. Although only 58% of average
gross earnings are covered by the parental leave benefit in Japan, these payments stretch across all of 52
weeks of the father’s individual entitlement. This produces a ‘full-rate equivalent’ father-specific leave
equal to 30.4 weeks (Table PF2.1.B), which is by far the most generous paid father-specific entitlement in
the OECD.
6 Updated: 26-10-17
Table PF2.1.B. Summary of paid leave entitlements for fathers
Paid paternity leave and paid parental and home care leave reserved (or effectively reserved)a for fathers, in
weeks, 2016b
Paid paternity leave Paid parental and home care leave Total paid leave reserved for fathers
reserved for fathersa
Length, Average Full-rate Length, Average Full-rate Length, in Average Full-rate
in payment equivalent, in payment equivalent, weeks payment equivalent,
weeks ratec (%) in weeks weeks ratec (%) in weeks ratec (%) in weeks
(1) (2) (3) (4) (5) (6) (7)=(1)+(4) (8) (9)
Australia 2.0 42.3 0.8 0.0 0.0 0.0 2.0 42.3 0.8
Austria (c) 0.0 0.0 0.0 8.7 80.0 6.9 8.7 80.0 6.9
Belgium 2.0 73.4 1.5 17.3 20.2 3.5 19.3 25.7 5.0
Canada 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Chile (c) 1.0 100.0 1.0 0.0 0.0 0.0 1.0 100.0 1.0
Czech Republic 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Denmark 2.0 53.6 1.1 0.0 0.0 0.0 2.0 53.6 1.1
Estonia 2.0 100.0 2.0 0.0 0.0 0.0 2.0 100.0 2.0
Finland 3.0 62.9 1.9 6.0 62.9 3.8 9.0 62.9 5.7
France (c) 2.0 92.8 1.9 26.0 14.5 3.8 28.0 20.1 5.6
Germany (c) 0.0 0.0 0.0 8.7 65.0 5.7 8.7 65.0 5.7
Greece 0.4 100.0 0.4 0.0 0.0 0.0 0.4 100.0 0.4
Hungary 1.0 100.0 1.0 0.0 0.0 0.0 1.0 100.0 1.0
Iceland 0.0 0.0 0.0 13.0 59.7 7.8 13.0 59.7 7.8
Ireland 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Israel (d) 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Italy 0.4 100.0 0.4 0.0 0.0 0.0 0.4 100.0 0.4
Japan 0.0 0.0 0.0 52.0 58.4 30.4 52.0 58.4 30.4
Korea 0.6 100.0 0.6 52.0 32.0 16.6 52.6 32.8 17.2
Latvia 1.4 80.0 1.1 0.0 0.0 0.0 1.4 80.0 1.1
Luxembourg 0.4 100.0 0.4 26.0 38.4 10.0 26.4 39.3 10.4
Mexico 1.0 100.0 1.0 0.0 0.0 0.0 1.0 100.0 1.0
Netherlands 0.4 100.0 0.4 0.0 0.0 0.0 0.4 100.0 0.4
New Zealand 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Norway 0.0 0.0 0.0 10.0 97.9 9.8 10.0 97.9 9.8
Poland 2.0 100.0 2.0 0.0 0.0 0.0 2.0 100.0 2.0
Portugal 5.0 100.0 5.0 17.3 43.6 7.5 22.3 56.3 12.5
Slovak Republic 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Slovenia 2.9 90.0 2.6 0.0 0.0 0.0 2.9 90.0 2.6
Spain 2.1 100.0 2.1 0.0 0.0 0.0 2.1 100.0 2.1
Sweden 1.4 61.2 0.9 12.9 77.6 10.0 14.3 76.0 10.9
Switzerland 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Turkey 1.0 100.0 1.0 0.0 0.0 0.0 1.0 100.0 1.0
United Kingdom 2.0 20.2 0.4 0.0 0.0 0.0 2.0 20.2 0.4
United States 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
OECD average 1.0 - - 7.1 - - 8.2 - -
Costa Rica 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Bulgaria 2.1 78.4 1.7 0.0 0.0 0.0 2.1 78.4 1.7
Croatia 0.0 0.0 0.0 8.7 33.6 2.9 8.7 33.6 2.9
Cyprus (e,f,g) 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
Lithuania 4.0 100.0 4.0 0.0 0.0 0.0 4.0 100.0 4.0
Malta 0.2 100.0 0.2 0.0 0.0 0.0 0.2 100.0 0.2
Romania (c) 1.0 100.0 1.0 4.3 85.0 3.7 5.3 - -
EU average 1.4 - - 4.9 - - 6.2 - -
Eurozone ave. 1.4 - - 5.8 - - 7.2 - -
a) Information refers to entitlements to paternity leave, 'father quotas' or periods of parental leave that can be used only by the father and cannot be transferred to
the mother, and any weeks of sharable leave that must be taken by the father in order for the family to qualify for 'bonus' weeks of parental leave.
b) The table refers to paid leave entitlements in place as of April 2016. Data reflect entitlements at the national or federal level only, and do not reflect regional
variations or additional/alternative entitlements provided by states/provinces or local governments in some countries (e.g. Québec in Canada, or California in the
United States). See Tables PF2.1.C, PF2.1.D, PF2.1.E and PF2.1.F for details on benefit payment rules and conditions.
c) The "average payment rate" refers the proportion of previous earnings replaced by the benefit over the length of the paid leave entitlement for a person earning
100% of average national (2015) earnings. If this covers more than one period of leave at two different payment rates then a weighted average is calculated based
on the length of each period. In most countries benefits are calculated on the basis of gross earnings, with the "payment rates" shown reflecting the proportion of
gross earnings replaced by the benefit. In Austria, Chile, and Germany benefits are calculated based on previous net (post income tax and social security
contribution) earnings, while in France benefits are calculated based on post-social-security-contribution earnings. Payment rates for these countries reflect the
proportion of the appropriate net earnings replaced by the benefit. Additionally, in some countries maternity and parental benefits may be subject to taxation and
may count towards the income base for social security contributions. As a result, the amounts actual amounts received by the individual on leave may differ from
those shown in the table.
d) The statistical data for Israel are supplied by and under the responsibility of the relevant Israeli authorities. The use of such data by the OECD is without
prejudice to the status of the Golan Heights, East Jerusalem and Israeli settlements in the West Bank under the terms of international law.
7 Updated: 26-10-17
e) Footnote by Turkey: The information in this document with reference to « Cyprus » relates to the southern part of the Island. There is no single authority
representing both Turkish and Greek Cypriot people on the Island. Turkey recognizes the Turkish Republic of Northern Cyprus (TRNC). Until a lasting and
equitable solution is found within the context of United Nations, Turkey shall preserve its position concerning the “Cyprus issue”;
f) Footnote by all the European Union Member States of the OECD and the European Commission: The Republic of Cyprus is recognized by all members of the
United Nations with the exception of Turkey. The information in this document relates to the area under the effective control of the Government of the Republic of
Cyprus.
g) Payment rates in Cyprus based on average wages from 2014
Chart PF2.1.C. Paid leave reserved for fathers, 2016

Duration of paid paternity leave and paid father-specific parental and home care leavea in weeks, and the
average payment rateb across paid paternity and father-specific leave for an individual on national average
earnings
Panel A. Weeks of father-specific leav e Panel B. Av erage pay ment rate across paid father-specific
Paternity leav e Parental and home care leav e leav e (%)
60 40 20 0 0 10 20 30 40 50 60 70 80 90 100
Korea
Japan
Franc e (b)
Luxembourg
Portugal
Belgium
Sweden
Ic eland
Norway
Finland
Germany (b)
Austria (b)
Croatia
OECD average
Eurozone ave.
EU average
Romania
Lithuania
Slovenia
Spain
Bulgaria
Australia
Denmark
Estonia
Poland
United Kingdom
Latvia
Chile (b)
Hungary
Mexic o
Turkey
Greec e
Italy
Netherlands
Malta
Canada
Czec h Republic
Ireland
Israel (c )
New Zealand
Slovak Republic
Switzerland
United States
Costa Ric a
Cyprus (d,e,f)
a) See notes a) to Table PF2.1.B

b) Cross-hatching indicates payment rates based on net earnings. See note c) to Table PF2.1.B
c) See note d) to Table PF2.1.B
d) See note e) to Table PF2.1.B
e) See note f) to Table PF2.1.B
f) See note g) to Table PF2.1.B
8 Updated: 26-10-17
Comparability and data issues
In addition to issues around the classification of leave entitlements, international comparisons of leave
systems are affected by several other issues:
 State and local governments can provide alternative entitlements and additional financial support
for parents on leave. This is the case, for example, in several U.S. states (e.g. California) and in
the province of Québec in Canada, which unlike the rest of Canada provides fathers with a
statutory paid paternity leave. Such local variations are not included here, and stated provisions
reflect only those that are statutory entitlements at the national or federal level.
 Employer-provided top-up payments (over and above the statutory minimum) for those on leave
are not included. Practices differ across firms, sectors and countries, but in many OECD
countries these payments are substantial, so the indicators above will in some countries under-
estimate the actual amount that parents receive.
 Leave benefits in some but not all countries may be subject to taxation and may count towards
the income base for social security contributions. As a result, the actual amounts received by the
individual on leave may differ from those shown above, depending on the rules for and rates of
taxation in the given country.
 Lastly, comparisons of statutory leave entitlements do not capture cross-national variations in

take up of the various policies. In some countries, societal norms and culture may act as an
effective barrier to take up for some parents. For example and as touched on above, Japan offers
an extremely generous paid father-specific leave entitlement, but only around 2% of employed
new fathers in Japan take advantage of the leave (Nakazato and Nishimura, 2016). As a result,
while the information above reflects what is technically on offer to parents, statutory entitlements
may say little about what is actually used.
An alternative method of comparing leaves systems across countries is to consider public expenditure
on parental leave. In this manner, a broader picture is obtained of the relative generosity of systems and, to
some degree at least, of the actual use of these systems countries. Chart PF2.1.D shows public expenditure
on maternity and parental leave per child born in current US dollars (current PPPs).
Chart PF1.6.D. Public expenditure on maternity and parental leaves, 2013a
Public expenditure on maternity and parental leaves per child born, at current prices and current PPPs, in US dollars
Spending per child born
(USD, current prices, current
PPPs)
40000
35000
30000
25000
20000
15000
10000
5000
Sources: OECD Social Expenditure Database; OECD Health Statistics
9 Updated: 26-10-17
Public expenditure on maternity and parental leave ranges from as high as USD 36000 per child born in
Luxembourg to as low as USD 350 per child born in Turkey, with an OECD average of USD 12300 per
child born. Spending is generally highest in Nordic and Eastern European OECD countries, reflecting in
the former case the generosity of payment rates and high level take up of leave among both mothers and
fathers, and in the latter case the length of paid parental leave available to mothers.
Country-specific notes for the calculation of paid leaves shown in Tables PF2.1.A and PF2.1.B and
for Charts PF2.1.A-C (the data reflects the situation as at April 2016 and does not include more
recent reforms):
 Australia: it is assumed that the eighteen weeks of ‘parental leave pay’ are used by the mother straight
after the birth, effectively as a paid maternity leave. Accordingly, all 18 weeks are recorded as ‘paid
maternity leave’.
 Austria: it is assumed that parents opt for the shorter but higher paid ‘12(+2)’ earnings related option
when deciding on the Elternkarenz payment scheme. The two months of leave that must be used by
the father in order to qualify for the bonus weeks are recorded as father-specific leave.
 Canada: the two-week waiting period is recorded as ‘paid maternity leave’, as use of the two weeks is
necessary in order to receive payment over the remainder of the leave
 Czech Republic: it is assumed that parents taking parental leave opt to receive the maximum monthly
benefit and therefore take paid leave for the shortest possible time (until the child is 24 months old).
 Finland: the 3 weeks of fathers-only leave that can be taken at the same time as the mother are
classified as ‘paternity leave’. The remaining 6 weeks, which cannot be taken while the mother is on
parental leave and are usually taken after the parental leave, are considered as weeks of ‘father-
specific parental leave’.
 France: it is assumed that the relevant birth is the birth of the first child (i.e. there are no other
dependent children in the household). The duration of paid leave and payment rates reflect
entitlements where there are no other dependent children in the household.
 Germany: The two months of leave that must be used by the father in order to qualify for the bonus
weeks are recorded as father-specific leave.
 Hungary: the paid parental leave entitlement includes the GYED payment for 104 weeks
supplemented by the flat-rate GYES payment for the remaining year.
 Iceland: the thirteen weeks of parental leave reserved for the mother are recorded as a maternity
entitlement.
 Ireland: the sixteen unpaid weeks of maternity leave are not included.
 Israel: the twelve unpaid weeks of maternity leave are not included.
 Italy: it is assumed that the six months of parental leave pay are taken by the mother. Thus, the
father’s entitlement to parental leave is effectively unpaid.
 Korea: it is assumed that the mother takes paid parental leave first and the father second. As a result,
the increase in the payment rate available to the second parent to take leave is applied to the father’s
paid parental leave entitlement.
 Latvia: parental leave is paid through the earnings-related benefit until the child reaches twelve
months old, and then through the flat-rate child raising allowance until the child is eighteen months
old.
10 Updated: 26-10-17
 Lithuania: it is assumed that parents opt for the shorter but higher paid ’12 month’ option when
deciding on the parental leave payment scheme.
 New Zealand: it is assumed that the eighteen weeks of paid ‘primary carer leave’ are used by the
mother as a maternity leave. The remaining weeks of parental leave are therefore unpaid.
 Norway: it is assumed that parents opt for the shorter but higher paid ‘46 week’ option when deciding
on the parental leave payment scheme. The thirteen weeks of parental leave reserved for the mother
are recorded as a maternity entitlement.
 Poland: it is assumed that household income does not fall below the means-tested threshold for
payment of the parental allowance.
 Portugal: the thirty days of ‘initial parental leave’ that must be used by the father in order to qualify
for the bonus weeks are recorded as father-specific leave.
 Romania: it is assumed that parents opt for the shorter but higher paid ‘12 month’ option when
deciding on the parental leave payment scheme. The single month that is reserved for the ‘second’
parent is recorded as father-specific leave.
 Sweden: the ninety days of paid parental leave reserved for the mother are recorded as a maternity
entitlement.
 Switzerland: the two unpaid weeks of maternity leave are not included.
 United Kingdom: the thirteen unpaid weeks of maternity leave are not included.
Sources and further reading (especially for tables PF2.1.D, PF2.1.E, PF2.1.F and PF2.1.G): MISSOC (2017); Mutual
Information System on Social Protection in the EU and EEA, Table IV – Maternity/Paternity and Table IX – Family Benefits,
http://ec.europa.eu/employment_social/spsi/missoc_tables_en.htm; Koslowski A., Blum S. and Moss P. (eds.) International
Review of Leave Policies and Research 2016, http://www.leavenetwork.org/; Nakazato, H. and Nishimura, J. (2016) ‘Japan
country note’, in: Koslowski A., Blum S. and Moss P. (eds.) International Review of Leave Policies and Research 2016,
http://www.leavenetwork.org/.
11 Updated: 26-10-17
Table PF2.1.C: Statutory maternity leave arrangements, 20161
Country Maximum duration (weeks) Eligibility criteria for payments Paid Payment
Australia No statutory entitlement as such. However, most Workers who have worked for at least 10 of the 13 months before the birth and for Yes AUD 656.90 per week
working parents are entitled to 12 months unpaid 330 hours in that 10 month period, received an adjusted taxable income of AUD
parental leave, and eligible mothers are can claim up 150,000 or less in the preceding financial year, and are currently on leave or not
to 18 weeks of ‘Parental Leave Pay’. working. ‘Parental Leave Pay’ is initially given to the mother, but can be transferred
to the father under some circumstances.
Austria 16 weeks All female employees. Self-employed women are eligible only if they are voluntarily Yes 100% of average net income for the last three months with no ceiling on payments.
health insured.
Belgium 15 weeks (17 for multiple births) All female employees. Self-employed women are entitled to eight weeks of maternity Yes First month: 82% of earnings. Remaining weeks: 75%, up to a ceiling of EUR 101.94 per day.
leave paid through a separate flat-rate payment.
Bulgaria 58.6 weeks (410 calendar days) 12 months of insurance contributions in the 12 months preceding the leave Yes 90% of the daily average insurable earnings for 24 months preceding the leave. The minimum benefit is equal to the
statutory minimum wage and the benefit cannot exceed the individual’s average net daily earnings.
Canada 17 weeks (varies across provinces, from 15 to 18 For the federal programme: 600 hours of continuous employment in the last 52 Yes 15 weeks paid at 55% of average insured earnings with a ceiling of CND 537 per week. The first 2 weeks are a waiting
weeks) weeks. period and are unpaid.
Chile 18 weeks All female employees with at least 6 months of contributions and at least 3 months Yes 100% of average net earnings in the 3 months preceding the leave
of contributions in the 6 months preceding the leave (self-employed must have 12
months of contributions and at least 6 months of contributions in the 12 months
preceding the leave)
Costa Rica 17.3 weeks (4 months) Female employees and self-employed with at least three consecutive months of Yes 100% of earnings, with 50% paid by the employer and 50% paid through maternity benefits from the Costa Rican Social
contributions immediately before the birth or six months in the 12 months prior to the Security Administration.
birth.
Croatia 30 weeks 12 months of consecutive insurance in the 12 months preceding leave, or 18 months Yes 100% of average insured earnings for the 6 months preceding the leave, with no ceiling on payments.
with interruptions during the preceding two years.
Czech Republic 28 weeks (37 for multiple births or for a single Employees with at least 270 days of contributions during the 2 years preceding Yes 70% of the ‘daily assessment base’, calculated using gross monthly earnings, up to a maximum payment of CZK 1104 per
mother) leave (for self-employed work 180 days during the last year). Students are entitled to day.
the benefit.
Cyprus2,3 18 weeks At least 270 days of insurance contributions during the 2 years preceding the leave. Yes Paid in two parts: a basic benefit, and a supplementary benefit. Basic Benefit: 72% of the basic covered earnings in the
last year, increased to 80%, 90% and 100% for one, two or three dependants respectively. Supplementary Benefit: 72% of
average covered earnings exceeding basic covered earnings in the last year, up to the maximum covered earnings ( EUR
1,046 per week).
Denmark 18 weeks An employee must have worked at least 120 hours in the 13 weeks preceding the Yes 100% of earnings up to a ceiling of DKK 4,180 per week.
paid leave to receive full compensation.
Estonia 20 weeks (140 days) All female employees and self-employed Yes 100% of earnings with no ceiling on payments.
Finland 17.5 weeks (105 working days) All women who fulfil residence criteria Yes During the first 56 days of leave, 90% of annual earnings up to EUR 56,443, and 32.5% for earnings above this level. For
the remainder, 70% of earnings up to EUR 36,686, 40% up to EUR 56,443, and 25% of earnings exceeding this level. The
minimum daily benefit is EUR 23.93.
France First or second child: 16 weeks; third of higher: 24 All employed and self-employed women Yes 100 % of net (post-social security contribution) earnings with a maximum daily benefit of EUR 83.58
weeks.
Germany 14 weeks (18 multiple births) All female insured employees. Self-employed women are not entitled. Yes 100 % of earnings with no ceiling on payments.
Greece 17 weeks basic maternity leave 200 days of work in last 2 years for full compensation. Yes 1st month: 100% of earnings paid by the employer. For the remainder: 50% of the estimated wage of the mother’s social
insurance class, plus a child benefit supplement of 10% for each additional child, up to a maximum of 40%. The minimum
benefit is 66.7% of the mother’s earnings. The maximum amount is €47.47 per day for a mother with no dependants, and
€66.46 for a mother with 4 dependants.
26 weeks special maternity leave All women insured with IKA-ETAM Yes Paid through a flat-rate benefit equal to the statutory minimum wage (EUR 683.76 per month)
Hungary 24 weeks All female employees and self-employed with at least 365 calendar days of Yes 70 % of earnings with no ceiling payments.
employment in the 2 years preceding the leave
Iceland 13 weeks (3 months), embedded in parental leave See table PF2.1.F Yes See table PF2.1.F
scheme. See table PF2.1.F
Ireland 42 weeks 39 weeks of insurance contributions in the 12 months preceding leave Yes (26 weeks) EUR 230 per week. The remaining 16 weeks are unpaid.
12 Updated: 26-10-17
Country Maximum duration (weeks) Eligibility criteria for payments Paid Payment
Israel 26 weeks All female employees and self-employed with at least 10 months of contributions in Yes (14 weeks) 100% of earnings for the first 14 weeks, with a ceiling of five times the average salary (ISL44,755). The remaining 12
the 14 months preceding the leave weeks are unpaid
Italy 21.7 weeks (5 months) All insured female employees and registered self-employed Yes 80% with no ceiling on payments
Japan 14 weeks All women enrolled in the Employees’ Health Insurance system (excluding self- Yes 67% up to a ceiling
employed, part-time or casual employees)
Korea 12.9 weeks (90 calendar days) All female employees who have been insured for 180 days prior to the leave Yes 100% with no ceiling for the first 60 days, paid by the employer. The remainder is paid at 100% of earnings up to a ceiling
of KRW 1,350,000, and is paid by Employment Insurance.
Latvia 16 weeks (112 calendar days) All female employees and self-employed Yes 80% of average earnings over the past 12 months, with no ceiling on payments.
Lithuania 18 weeks (126 calendar days) All female employees and self-employed with 12 months of insurance contributions Yes 100% up to a ceiling of 3.2 times average insured monthly income (EUR 1380)
during the last 24 months.
Luxembourg 16 weeks All female employees and self-employed who have paid insurance contributions for Yes 100% of earning to a ceiling equal to 5 times the minimum social wage (EUR 9,614.82 per month)
at least six months preceding the birth.
Malta 18 weeks All employees and self-employed women Yes First 14 weeks: continued payment by the employer at 100% of earnings with no ceiling on payments. Remaining 4 weeks:
flat-rate benefit of EUR 166.26 per week
Mexico 12 weeks Female employees in formal employment with 30 weeks of insurance contributions Yes 100% of earnings with no ceiling on payments
in the 12 months preceding the leave
Netherlands 16 weeks All female employees. Self-employed women are entitled but are paid through a Yes 100% of earnings up to a maximum of EUR 202.17 per day
separate benefit with a lower maximum.
New Zealand 18 weeks (‘Primary carer leave’) Employees who have been employed for an average of at least 10 hours a week Yes 100% of earnings up to a ceiling of NZD 516.85 per week before tax
for any 26 of the 52 weeks preceding the birth
Norway 13 weeks, embedded in parental leave scheme. See See table PF2.1.F Yes See table PF2.1.F
table PF2.1.F
Poland 20 weeks All insured female employees and self-employed Yes 100 % of earnings with no payment ceiling, or 80% of earnings with no payment ceiling if the recipient wishes to receive a
higher payment rate during paid parental leave (see table PF2.1.F)
Portugal 6 weeks, embedded in parental leave scheme. See See table PF2.1.F Yes See table PF2.1.F
table PF2.1.F
Romania 18 weeks 1 month of insurance contributions in the 12 months preceding the leave Yes 85% of the average insured earnings over the 6 months preceding the leave
Slovak Republic 34 weeks 270 days of insurance contributions during the 2 years preceding the leave Yes 70% of daily earnings up to a payment ceiling of 1.5 times the national average wage and with a minimum payment of
EUR 203.2 per month.
Slovenia 15 weeks (105 calendar days) All currently insured female employees and self-employed Yes 100% of basic average earnings over the preceding 12 months up to a payment ceiling of two times the average wage
(EUR 2863 per month) and with a minimum payment of 55% of the minimum wage (EUR 323.54 per month).
Spain 16 weeks All currently insured female employees and self-employed Yes 100% of earnings up to a ceiling of EUR 3,642 per month.
Sweden 14 weeks All employed women No. But can use See table PF2.1.F
paid parental
leave.
Switzerland 16 weeks All female employees and self-employed who have worked for at least five months Yes (14 weeks) 80% of earnings up to a payment ceiling of CHF196 per day
over the nine months preceding the birth and that have nine months of insurance
contributions over their lifetime
Turkey 16 weeks All insured women and wives of insured men Yes 66% of earnings with no ceiling on payments
UK 52 weeks Female employees who have worked for the same employer for 26 weeks up to the Yes (39 weeks) First 6 weeks: 90% of earnings with no ceiling on payments. Remaining 33 weeks: 90% of earnings up to a ceiling of
15th week before the expected week of childbirth and who meet an earnings test. GBP139.58 per week.
Some ineligible employees and self-employed women may be eligible for an
alternative benefit.
US No statutory entitlement - - -
1 Legislation as applicable in April 2016. Private sector employees. In many countries civil servants have access to more generous entitlements. Self-employed often have less favourable statutory schemes. Information reflects entitlements at the national or federal level only, and do not generally
capture regional variations or additional/alternative entitlements provided by states/provinces or local governments in some countries (e.g. Québec in Canada, or California in the United States).
2 Footnote by Turkey: The information in this document with reference to “Cyprus” relates to the southern part of the Island. There is no single authority representing both Turkish and Greek Cypriot people on the Island. Turkey recognizes the Turkish Republic of Northern Cyprus (TRNC). Until a lasting
and equitable solution is found within the context of United Nations, Turkey shall preserve its position concerning the “Cyprus issue”.
3 Footnote by all the European Union Member States of the OECD and the European Commission: The Republic of Cyprus is recognized by all members of the United Nations with the exception of Turkey. The information in this document relates to the area under the effective control of the Government
of the Republic of Cyprus.
Sources: Koslowski, A., Blum, S. and Moss, P. (eds.) (2016) International Review of Leave Policies and Related Research 2016; Social Security Programs throughout the World; MISSOC; World Bank ‘Women, Business and the Law’; national correspondents
13 Updated: 26-10-17
Table PF2.1.D: Maternity allowance1 and birth grants2 in place of or in supplement to statutory maternity pay, 2016
Maternity allowance1 Birth grant2
Country Allowance Conditions & eligibility Details Grant Conditions & eligibility Details
Australia No - - No No birth grant as such. However, families with a child Newborn Upfront Payment: AUD 523
under age 1 that have not received parental leave pay
in connection with that child can are eligible for an Newborn Supplement: means-tested, up to a maximum
increase in their Family Tax Benefit under the ‘Newborn of AUD 1568.84 for the first child and AUD 523 for
Upfront Payment and Newborn Supplement’ subsequent children
Austria Yes Maternity benefit: many women who are not entitled to the main Paid for 16 weeks, with the exact type and level of payment No - -
maternity benefit (i.e. because they are not employees) can claim dependent on the individual’s work situation. Unemployed
alternative maternity benefits. This includes unemployed women, women are entitled to 180% of the previous unemployment
freelance workers, marginally employed and self-employed women. benefit. Marginally employed self-insured women are entitled
to a flat-rate benefit for EUR 8.91 per day. Freelance workers
receive an income-based benefit.
Belgium No - - Yes Birth grant: all births EUR 1,247.58 for first birth; EUR 938.66 for the second
and subsequent births.
Bulgaria Yes Child-raising allowance: available to mothers who are not entitled to Paid monthly until the child is age 1 at BGN 100 per month Yes Birth grant: all births BGN 250 for the first child, BGN 600 for the second,
the maternity benefit. BGN 300 for the third, and BGN 200 for each
subsequent child.
Pregnancy grant: paid to women who are not entitled to BGN 150
maternity benefit
Canada No - - No - -
Chile .. .. .. No - -
Costa Rica .. .. .. .. .. ..
Croatia Yes Maternity allowance: available to mothers who are not entitled to Paid monthly until the child is 6 months old at HRK 1663 per Yes Birth grant: All births HRK 2,328.00
maternity leave but are in receipt of unemployment benefits, on month
educational leave or in part-time employment
Cyprus3,4 No - - Yes Maternity grant: Paid to families where at least one EUR 544.08
parent has at paid 26 weeks of insurance contributions
over the 12 months preceding the birth. Women who
are not entitled can claim the benefit as long as they
have been resident in Cyprus for at least 12
consecutive months preceding the birth.
Czech Republic No - - Yes Birth grant: Paid for the birth of the first or second child CZK 13,000 for the first child and CZK 10,00 for the
to families with an income below 2.7 times the family second
monthly living minimum.
Denmark Yes Multiple birth allowance: paid only in cases on multiple births DKK 2,239 per month for the second and each subsequent - - -
child in cases of multiple births. The grant is paid quarterly
until the children are age 7.
Estonia No - - Yes Birth grant: all births EUR 320
Finland No None, although all mothers who fulfil residency criteria are entitled to - Yes Birth grant: all births as long as the mother is resident The mother can choose to receive clothing and other
the maternity benefit. Mothers who are not employed receive the in Finland and has completed a health examination necessities (layette) for the newborn, or a cash benefit
minimum daily allowance (EUR 23.93 per day) of EUR 140.
France No - - Yes Birth Grant (PAJE): means-tested (around 90% of EUR 923.08
families are eligible)
14 Updated: 26-10-17
Germany Yes Maternity benefit: uninsured female employees and non-working Paid for 14 weeks up to a maximum of EUR 210, plus a No - -
uninsured spouses or daughters of insured individuals can receive supplement by the employer if employed
maternity benefits equivalent to sickness benefit
Greece No - - No - -
Hungary No - - Yes Birth grant: All births to resident mothers who have HUF 64,125 for each birth; HUF 85,500 for twins.
completed at least four medical examinations
Iceland Yes Maternity/paternity grant: available to all parents who have been Paid for 3 months. Those who are inactive or employed for No - -
resident for at least 12 months preceding the birth and who are not less than 25% of full-time hours receive ISK 66,819 per
entitled to the parental benefit (because they are non-active or are month. Those who are in full-time education receive ISK
employed for less than 25% of full-time hours, or because they are in 153,131 per month.
full-time education).
Ireland No - - Yes Birth grant: all birth to mothers with full eligibility for EUR 10.16
health insurance
Israel Yes Multiple birth allowance: available to mothers who give birth to three Payable for 20 months. For triplets: NIS 11,209 during the Yes Birth grant: all births to Israeli residents or to those who NIS 1,751 for the first child, NIS 788 for the second,
or more children in one birth, as long as they are eligible for the birth first three months, NIS 8,757 during months 4-6, NIS 7,006 have been working in Israel for at least 6 consecutive NIS 525 for the third and each subsequent birth. NIS
grant (see right) during months 7-9, NIS 5254 during months 10-12, and NIS months preceding the birth 8,757 for twins and NIS 13,136 for triplets
3,065 during months 13-20. Higher rates for births with 4 or
more children.
Italy Yes Maternity allowance: meant-tested allowance paid to non-working Paid for 5 months at EUR 338.89 per month No No general birth grant, although a means-tested birth EUR 500
mothers in low income households grant is available to large families with four or more
children.
Japan .. .. .. Yes Birth grant: all births to insured mothers or to JPY 420,000 per child (i.e. doubled for twins, tripled for
dependents of insured individuals triplets)
Korea .. .. .. .. .. ..
Latvia No - - Yes Birth grant: all births EUR 421.17 for each child
Lithuania Yes Pregnancy grant: paid to all pregnant women who are no eligible for Paid for 70 days preceding the birth, to an amount totalling Yes Birth grant: all births EUR 418
maternity benefit EUR 76
Luxembourg No Yes Birth grant: all births to resident mother who have EUR 1,740.09
- - completed the required medical examinations
Malta Yes Maternity allowance: for all mothers who are not entitled to maternity Paid for 14 weeks at EUR 89.10 per week No - -
leave
Mexico .. .. .. Yes Birth grant: births to insured mothers Layette (clothing and other necessities)
Netherlands No - - No - -
New Zealand Yes Parental tax credit: means-tested increase in the Working for Families Paid for 10 weeks. The exact payment depends on the No None, although the Parental Tax Credit can be taken -
Tax Credit for those who have not or have chosen not to claim number of children, household income and the source of as a lump-sum
Parental Leave Pay in connection with the relevant child. household income. The maximum is NZD 220 per week.
Norway No - - Yes Birth grant: paid to non-active mothers who are not NOK 46,000
entitled to the parental benefit
Poland No - - Yes Birth grant: means-tested, available if net family income PLN 1,000
per head is lower than PLN 1,922
Portugal No Social parental benefit: means-tested allowance paid to mothers who Paid for 120 days or 150 days if parents do not share leave No - -
are not entitled to Initial Parental Leave benefit. Household income Initial Parental Leave, and 150 or 180 days if they do.
must be below 80% of the Index of Social Support (EUR 419.22) Payments are EUR 335 or EUR 268 per month and EUR 335
and EUR 276 per month, respectively.
Romania No - - No - -
Slovak Republic No - - Yes Birth grant: Paid for the birth of a child who lives at EUR 829.86 for the first, second and third child. EUR
least 28 days. 151.37 for the fourth and each additional child.
Multiple birth allowance: Paid to parents on the birth of EUR 110.36 a year.
15 Updated: 26-10-17
triplets or more children or the birth of two sets of twins
in a two-year period.
Slovenia Yes Parental allowance: paid to parents who are not entitled to insurance- Paid for 12 months (365 calendar days) at EUR 252.04 per Yes Birth grant: means tested, available if the monthly Layette, to be spent on equipment for the newborn
based parental benefits if both they and the child are permanent month. average income per head is lower than 64% of the net child. Equivalent to EUR 280.
residents in Slovenia. average wage.
Spain No - - Yes Multiple births: paid on the birth or adoption of two or For 2 children: EUR 2,620.80
more children. For 3 children: EUR 5,241.60
For 4 or more children: 7,862.40
Sweden Yes Flat-rate parental allowance: available to parents that are not SEK 250 for 480 days No - -
eligible for the full income-related parental allowance
Switzerland No - - No No federal entitlement, although some cantons do -
provide a birth grant.
Turkey No None, although maternity benefits are available to uninsured mothers - No - -
if they have an insured husband
UK Yes Maternity allowance: available to self-employed women or employed Paid for 39 weeks at 90% of previous earnings up to a ceiling Yes Birth grant: for first births to those in receipt of means- GBP 500
women who are not eligible for statutory maternity pay, but who have of £139.58, starting from the 11th week before the expected tested social assistance benefits. Completion of a
worked 26 weeks in the 66-week period preceding the expected date date of childbirth medical examination is required.
of delivery
United States .. .. .. No No federal entitlement -
1 Maternity allowance: amount of money paid during pregnancy or just after a child is born; family allowances paid regularly to household with children are not included.
2 Birth grant: lump sum amount paid once at or around the childbirth.
Sources: Koslowski, A., Blum, S. and Moss, P. (eds.) (2016) International Review of Leave Policies and Related Research 2016; Social Security Programs throughout the World; MISSOC; national correspondents
16 Updated: 26-10-17
Table PF2.1.E: Statutory paternity leave arrangements, 20161
Country Entitlement Duration in weeks or days Paid Payment
Australia Yes 2 weeks ‘Dad and Partner’ pay, to be used while on unpaid leave Yes Same as parental leave (see Table PF2.1.F)
Austria No statutory entitlement - - -
Belgium Yes 2 weeks (10 working days) Yes First 3 days: 100% of earnings, paid by the employer. Remainder 82 % up to a ceiling of EUR 111.45 per day
Bulgaria Yes 2.1 weeks (15 days) Yes 90% of the daily average insurable earnings for 24 months preceding the leave. The minimum benefit is equal to the statutory
minimum wage and the benefit cannot exceed the individual’s average net daily earnings.
Canada No statutory entitlement - - -
Chile Yes 1 weeks (5 working days) Yes 100% of net earnings
Costa Rica No statutory entitlement - - -
Croatia No statutory entitlement - - -
Cyprus No statutory entitlement - - -
Czech No statutory entitlement - - -
Republic
Denmark Yes 2 weeks Yes Same as for maternity leave (see table PF2.1.C)
Estonia Yes 2 weeks (10 working days ) Yes 100% of earnings, up to a payment ceiling of three times the average gross monthly salary in Estonia.
Finland Yes 9 weeks, of which up to 3 can be used while the mother is of Yes 70% of earnings up to EUR 36,686, 40% up to EUR 56,443, and 25% of earnings exceeding this level. The minimum daily benefit
maternity or parental leave. The remaining 6 weeks are to be used is EUR 23.93.
when the mother is not on parental leave.
France Yes 2 weeks Yes 100 % of net (post-social security contribution) earnings with a maximum daily benefit of EUR 83.58
Germany No statutory entitlement - - -
Greece Yes 2 days Yes 100% of earnings with no ceiling, paid by the employer
Hungary Yes 1 week (5 days) Yes 100% of earnings with no ceiling on payments.
Iceland No statutory entitlement as such. However, fathers do have an - - -
individual non-transferable entitlement to 13 weeks of paid parental
leave (see table PF2.1.F).
Ireland No statutory entitlement - - -
Israel No statutory entitlement as such, but fathers are entitled to one - - -
days paid absence (treated as sick leave).
Italy Yes 2 days Yes 100% of earnings
Japan No statutory entitlement - - -
Korea Yes 1 week (5 working days) Yes (3 100% earnings for 3 working days, paid by the employer. The remaining 2 days are unpaid.
days)
Latvia Yes 1.4 weeks (10 calendar days) Yes 80% of gross earnings.
Lithuania Yes 4 weeks (28 calendar days) Yes Same as for maternity leave (see PF2.1.C)
Luxembourg No statutory entitlement as such. However, fathers are entitled to 2 days Yes 100 % of earnings, paid by the employer
2 days ‘congé extraordinaire’
Malta Yes 1 day Yes 100 % of earnings with no ceiling on payments, paid by the employer
Mexico Yes 1 week (5 working days) Yes 100 % of earnings with no ceiling on payments, paid by the employer
Netherlands Yes 2 working days (plus 3 unpaid days out of parental leave) Yes 100 % of earnings with no ceiling on payments, paid by the employer
New Zealand Yes 1 or 2 weeks, depending on the length of time for which the No Unpaid
individual has worked for their current employer
Norway Yes 2 weeks No Unpaid
Poland Yes 2 weeks Yes 100% of earnings, with no ceiling on payments
Portugal Yes 5 weeks (25 working days), 3 of which are compulsory Yes 100% of earnings, with no ceiling on payments
Romania Yes 1 week (5 working days) Yes 100% of earnings, with no ceiling on payments
Slovak No statutory entitlement - - -
Republic
Slovenia Yes 10 weeks (70 calendar days) Yes (20 First 20 days: 90% of earnings up to a ceiling of twice the average wage (approx. EUR 2,863 per month). 100% of earnings if
days) earnings are less than EUR 790.73 per month. Last 50 days are unpaid, although the state does pay social security contributions
based on the minimum wage (approximately EUR 129 per month) for the father.
Spain Yes 2.1 weeks (15 calendar days) Yes 100% of earnings up to a ceiling of EUR 3,642 per month.
Sweden Yes 10 days Yes 77.6% of earnings up to an earnings ceiling of SEK332,200 per year
17 Updated: 26-10-17
Country Entitlement Duration in weeks or days Paid Payment
Switzerland No statutory entitlement - - -
Turkey Yes 5 days Yes 100 % of earnings, paid by the employer
United Yes 2 weeks Yes 90% of earnings up to a ceiling of GBP 139.58 per week
Kingdom
United States No statutory entitlement - - -
1 Legislation as applicable in April 2016. Private sector employees. In some countries civil servants have access to more generous entitlements. Self-employed often have less favourable statutory schemes. Information reflects entitlements at the national or federal level only, and do not generally
18 Updated: 26-10-17
Table PF2.1.F: Statutory parental leave arrangements, 20161
Country Leave type Duration Age limit Payment Other Bonus weeks for
(years old) father participation
Australia Parental leave 52 weeks. Individual entitlement. 2 Unpaid. - -
Austria Parental leave Until the child reaches 2 years. Family entitlement. 2 Paid through the child-raising allowance. There are five Part time work possible. Gender sharing
different payment options: Both parents cannot take leave at the same time except for 1 month the first time they alternate bonus, with the
•EUR436 a month for 30 months or for 36 months if both leave. If parents exercise this option, the length of the leave is shortened by 1 month. length of the bonus
parents apply for the payment (30+6 option); Each parent can postpone three months of parental leave for use up to the child’s 7th birthday. dependent on
•EUR624 a month for 20 months or 24 months (20+4 payment scheme.
option); The bonus is
•EUR800 a month for 15 months or 18 months (15+3 sharable.
option),
•EUR1,000 a month for 12 months or 14 months (12+2
option);
•80 per cent of the net income for 12 months or 14 months
with a payment ceiling of EUR2,000 a month (12+2
income-related option).
Belgium Parental leave 4 months per parent per child. Individual entitlement. 12 EUR 786.78 per month Leave may be taken full-time, half-time over 8 months or for one day a week (one-fifth-time) -
over 20months. Leave may be taken up to the child’s 12th birthday. Both parents can take
leave at the same time.
Bulgaria Parental leave Until the child reaches 2 years of age. Family .. BGN 340 per month. - -
entitlement.
Canada Parental leave Federal entitlement: 35 week family entitlement. Some 1 35 weeks at 55% of earnings up to a payment ceiling of - -
jurisdictions allow up to 37 weeks. CAD 537 per week.
Chile Parental leave 12 weeks. 6 weeks are for the mother only, with the .. 12 weeks at 100% of net earnings - -
remaining 6 weeks a family entitlement.
Costa Rica No statutory - - - - -
entitlement
Croatia Parental leave 4 months. Individual entitlement, but two months are 8 100% of average earnings up to a ceiling of HRK 2660.80 Each parent has individual entitlement to 4 months. However, two months are transferable to -
transferable. the other parent. In effect this produces a 4 month sharable family leave plus a 2 month
individual non-transferable leave for each parent.
Cyprus 2,3 Parental leave 18 weeks per parent. Individual entitlement. .. Unpaid - -
Czech Republic Parental leave Until the child’s 3rd birthday. Leave is an individual 3 The level and duration of the payment is flexible and can While parental leave can only be taken up to the child’s 3rd birthday, the parental benefit can be -
entitlement, but the payment is a family entitlement. be chosen by the parents, but the total amount payable to paid until the child’s 4th birthday.
each family for the whole period cannot exceed CZK
220,000. Payments are available until the child’s 4th
birthday or until the total amount is exhausted, whichever is
sooner. Additionally, there is a monthly maximum that
varies with income: for individuals for whom 70% of the
daily assessment base is less than or equal to CZK 7 600,
the maximum payment is CZK 7 600 per month; for those
where 70% of the daily assessment base is greater than
CZK 7 600, the maximum payment is CZK 11 500 per
month.
Denmark Parental leave 32 weeks. Leave is an individual entitlement, but the - As for maternity leave (see table PF2.1.C) Can be taken part-time with the employer’s permission, with the payment reduced accordingly. -
payment is a family entitlement. Each parent can postpone up to 13 weeks of parental leave for use later.
Estonia Parental leave Until the child’s 3rd birthday. Family entitlement. 3 Two types of payment are available, neither of which are Parents can work while receiving the parental benefit, but the benefit is reduced. -
specifically linked to parental leave: Parental leave may be used in one part or in several parts at any time until a child is three
19 Updated: 26-10-17
1) Parental benefit at 100 per cent of average earnings for years of age
62 weeks from the end of maternity leave, with a ceiling of
EUR 2,724 per month.
2) Childcare benefit at a flat-rate of EUR38 per month is
paid from the end of payment of parental benefit until the
child reaches three years of age.
Finland Parental leave 158 days (about 26 weeks). Family entitlement. - 70% of earnings up to EUR 36,686, 40% up to EUR Extended in case of multiple births by 60 days per additional child. -
56,443, and 25% of earnings exceeding this level. The Part-time leave is possible if both parents take leave part-time and the employer(s) agree
minimum daily benefit is EUR 23.93.
Home care leave Up to 3rd birthday of younger child. Taken after parental 3 Basic allowance: EUR 341.27 per month for first child + To receive the home care allowance, the child must not use municipal childcare
leave. Family entitlement. subsequent EUR 102.17 p/m if under 3 years and EUR
65.65 for every other pre-school child over three years.
Means-tested supplement up to EUR 182.64 month. -
France Parental leave Until the child is three years old. Individual entitlement. 3 i) For parents with only one child: EUR390.52 per month Leave can be taken part-time with the allowance reduced accordingly. -
for 12 months after the end of maternity. However, any one Only one parent can claim the full-time allowance at any one time, but both can claim
parent can receive the payment for a maximum of 6 simultaneously if both use it part-time
months only, with the remaining 6 months reserved for the
other parent.
ii) For parents with two or more children: EUR390.52 per
month paid until a child is three years old. However, any
one parent can receive the payment for a maximum of 24
months only, with the remaining months reserved for the
other parent.
Germany Parental leave Up to three years. Leave is an individual entitlement, 8 Parental benefit (Elterngeld) is paid for 10 months following If both parents claim at least 2 months of benefit, the length of benefit period is extended by 2 Two month bonus if
but the payment is a family entitlement. maternity leave at 67% of a parent’s average net earnings months (10 +2 option) each parent takes
up to a ceiling of EUR 1800 per month; minimum payment Parental Benefit Plus (ElterngeldPlus): Instead of 10(+2) months, the benefit can be taken part- at least two months.
is EUR 300 even for parents without prior income. time with payments spread over 20(+4) months. The monthly benefit level is halved so that the The bonus is
Low income supplement: for every EUR 2 of monthly overall payment remains the same. sharable.
earnings below EUR 1000, their benefit increases by 0.1 Both parents are entitled to take leave at the same time and both can take-up to two leave
per cent. intervals (or three intervals if using ElterngeldPlus).
High income reduction: for every EUR 2 of monthly
earnings above EUR 1200, their benefit reduces by 0.1 per
cent to a minimum rate of 65% of average net earnings.
Greece Parental leave 4 months per parent. Individual entitlement. 6 Unpaid The leave period is doubled for parents of twins and tripled for triplets. -
Hungary Parental leave GYED: from the end of maternity leave until a child’s 3 GYED: 70% of previous earnings, up to a ceiling HUF Up to the child’s first birthday, GYED is for mothers only. The remaining weeks of GYED and -
2nd birthday for insured parents. 155400 per month. GYES are family entitlements.
GYES: GYES: flat-rate benefit equal to HUF 28,500 per month.

i) From the end of GYED until the child’s third birthday,
for insured parents.
ii) Until the child’s third birthday for uninsured parents
Iceland Parental leave 39 weeks of paid leave, of which 13 are reserved for 2 80% of earnings up to a ceiling of ISK 370,000 per month. Leave can be taken part-time. Both parents can take leave at the same time -
the mother, 13 are reserved for the father, and 13 are a
sharable family entitlement
Childcare leave 17.333 weeks. Individual entitlement 8 Unpaid - -

Ireland Parental leave 18 weeks. Individual entitlement. 8 Unpaid Both parents can take leave at the same time - -
Israel Parental leave Until the child’s 1st birthday. Family entitlement. 1 Unpaid Parents cannot take leave at the same time. -
20 Updated: 26-10-17
Italy Parental leave 6 months. Individual entitlement. However, the total 12 30% of earnings. Paid for the first 6 months taken by the Leave can be taken part-time. Both parents can take leave at the same time One month bonus if
amount taken by two parents cannot exceed 10 family only (i.e. the remaining 4 months are unpaid), and the father takes at
months. only if taken for a child under age 6. For individuals on low least three months
incomes, a means-tested benefit is available for the of leave. The bonus
remaining months and for any months taken for a child month is father-
aged 6-12. specific.
Japan Parental leave Leave can be taken until a child is 12 months old. 1 67% of earnings for the first 180 days, up to a ceiling of Both parents can take leave at the same time Two-month
Individual entitlement. One parent can take their leave JPY426,000 with a minimum payment of JPY46,230 per extension on age
up until the child is 14 months old if both parents take month and a maximum of JPY285,420 per month. 50% of limit if both parents
some of the leave. earnings for the remainder, with a minimum payment of use leave.
JPY 34500 per month and a maximum of JPY 213000 per
month.
Korea Parental leave 12 months. Individual entitlement. 8 40% of earnings, subject to a minimum of KRW 500,000 If both parents take leave at the same time, only one parent receives the allowance. -
per month and up to a ceiling of KRW 1,000,000 per Part-time work is possible. This is called Reduced Working Hours during Childcare Period.
month. For the second parent to take leave, the first three 25% of the parental leave payment is paid in a lump sum when the employee returns to the
months are paid at 100% of earnings up to a ceiling of same employer and stays for more than 6 months.
KRW 1,500,000 per month.
Latvia Parental leave 18 months. Leave is an individual entitlement, but the 8 i) Parental benefit: 60% of earnings until the child is 12 Parental benefit is paid to persons who are on parental leave or continued to work during the -
payment is a family entitlement. months old or 43.75% of earnings until the child is 18 parental leave period.
months old
ii) Child-raising allowance: flat rate payment of EUR171 per
month until the child is 18 months old, then flat rate
payment of EUR 42.69 per month until the child is 24
months old
Lithuania Parental leave Until the child is 3 years old. Family entitlement 3 Two options: - -
i) 100% of earnings until the child is 12 months up to a
ceiling of EUR 1,379 per month
ii) 70% of earnings until the child is 12 months old and 40%
of earnings until the child is 24 months, up to a ceiling of
EUR 1,379 per month
Luxembourg Parental leave 6 months. Individual entitlement. 5 Flat-rate payment of EUR1,778 per month Leave can be taken part-time with the employer’s agreement (12 months if on a half-time basis) -
Both parents cannot take leave at the same time. If both parents apply for the leave, the mother
has priority. The first parent to take leave must use it directly after maternity leave. The second
parent can take leave at any point until the child turns five.
Malta Parental leave 4 months. Individual entitlement. 8 Unpaid - -
Mexico No statutory - - - - -
entitlement
Netherlands Parental leave 26 times average usual weekly working hours. 8 Unpaid. The default is that leave is taken part-time, but it can be taken full-time with the employer’s -
Individual entitlement. permission. Both parents can take leave at the same time
New Zealand Parental leave Until the child is 12 months old. Family entitlement 1 Unpaid - -
Norway Parental leave 46 or 56 weeks depending on payment scheme, plus 3 3 Short option: 100% of earnings up to a maximum of NOK Both parents may be on leave together except for the 3 weeks before and 6 weeks immediately -
weeks for the mother before birth. 10 weeks are for the 540,408 per year. after the birth
mother and 10 for the father. The remaining 26 or 36 Long option: 80% of earnings up to a maximum of NOK
weeks are a sharable family entitlement 540,408 per year.
Home care leave Each parent has an individual entitlement to 12 months .. Parents with a child aged 12-24 months are entitled to To receive the home care allowance, the child must not use publicly funded ECEC services
of home care leave after paid leave. receive a flat-rate benefit of NOK 6,000 per month on
condition they don’t use publicly funded ECEC services.
Poland Parental Leave 32 weeks. Family entitlement 6 100% of earnings for 6 weeks then 80% of earnings for 26 Both parents can take leave at the same time. Parents can work part-time, with the parameters -
weeks, with no payment ceiling, or 60% of earnings for 32 adjusted accordingly
weeks with no payment ceiling, depending on the payment
level chosen during maternity leave (see table PF2.1.C)
21 Updated: 26-10-17
Home care leave 36 months after maternity and parental leave. 34 6 Unpaid, although a flat-rate benefit of PLN 574 per month Parents can take leave together for up to 4 months
months are a family entitlement, with one month an is paid for 24 months if the monthly household income per
individual entitlement for the mother and one month for capita does not exceed PLN 539
the father.
Portugal Initial Parental Duration depends on payment level and gender sharing. - 120 days at 100 % of earnings or 150 days at 80 % of Leave cannot be taken part-time. Working is not permitted while on parental leave. 30 days bonus if the
leave If parents do not meet the gender sharing criteria: 120 earnings, with no ceiling on payments, if parents do not meet father takes 30 days
days or 150 days if parents do not meet the gender the gender sharing criteria; or 150 days at 100 % of earnings alone. The bonus is
sharing criteria (the father takes 30 days alone). 150 or or 180 days at 83 % of earnings, with no ceiling on sharable.
180 days if parents meet the gender sharing criteria. payments, if parents meet the gender sharing criteria.
Mothers have to take six weeks (42 days) leave after the
birth (included in maternity leave).
Additional Parental 3 months. Individual entitlement. 6 25% of earnings Additional parental leave can be taken part-time.
leave
Romania Parental leave Until the child is one or two years old, depending on the 2 Two options: If both parents meet the entitlement criteria, then it is compulsory for the ‘second’ parent to take -
payment scheme. One month is reserved for the ‘second’ i) Payments until the child is one year old at 85% of net at least one month. If they do not take at least one month, the length of the paid leave is
parent. Otherwise, fully sharable family entitlement. earnings up to a ceiling of 3400 RON per month; shortened by one month.
ii) Payments until the child is two years old at 85% of net
earnings up to a ceiling of 1200 RON per month.
Slovak Parental leave Until the child is three years old. Family entitlement. 3 Flat-rate benefit of EUR 203.2 per month - -
Republic
Slovenia Parental leave 130 calendar days. Individual entitlement, although the Until the child 90% of earnings up to a ceiling of twice the average wage Leave can be taken part-time, although it is not extended proportionally. -
mother can transfer up to 100 days to the father, and the complete the (approx. EUR 2863 per month). 100% of earnings if
father all 130 days to the mother. first grade of earnings are less than EUR 790.73 per month.
primary
school.
Spain Parental leave Until the child is three years old. Individual entitlement. 3 Unpaid - -
The participant’s job is protected for the first year of
leave only. After the first year, job protection is
restricted to a job of the same category.
Sweden Parental leave 480 days. Family entitlement, although 90 days are 12 First 390 days: 77.6% of earnings up to an earnings ceiling Parental leave is fully flexible: it may be divided into full days, half days, 1/4 days, or 1/8 days -
reserved each parent at SEK 443,000. (one hour).
Last 90 days: SEK 180 per day.
Higher payment rates are available if parents share leave. For every day parents use the
sharable leave equally, both parents receive a flat-rate bonus of 50 SEK. This only applies to
the earnings related portion of sharable leave. The maximum bonus available across the
earnings-related portion of sharable leave is SEK 13,500.
Switzerland No statutory - - - - -
entitlement
Turkey Parental leave 26 weeks. Family entitlement. - Unpaid - -
UK Parental leave 18 weeks. Individual entitlement. 18 Unpaid A maximum of 4 weeks can be taken in any one year unless the employer agrees to more. -
US Family and medical 12 weeks. Individual entitlement. 1 Unpaid. However, state governments and employers can Covers maternity, adoption, care for spouse, child, parents with serious health condition -
leave provide payment compensation
1 Legislation as applicable in April 2016. Private sector employees. In some countries civil servants have access to more generous entitlements. Self-employed often have less favourable statutory schemes. Information reflects entitlements at the national or federal level only, and do not generally
22 Updated: 26-10-17

PF2 1 Parental Leave Systems

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OECD Family database http://www.oecd.org/els/family/database.

PF2.1: Key characteristics of parental leave systems

Definitions and methodology

(1) (2) (3) (4) (5) (6) (7)=(1)+(4) (8) (9)

Chart PF2.1.A. Paid maternity leave, 2016

a) See note c) in Table PF2.1.A

Chart PF2.1.C. Paid leave reserved for fathers, 2016

a) See notes a) to Table PF2.1.B

 Lastly, comparisons of statutory leave entitlements do not capture cross-national variations in

Sources: OECD Social Expenditure Database; OECD Health Statistics

GYES: GYES: flat-rate benefit equal to HUF 28,500 per month.

Childcare leave 17.333 weeks. Individual entitlement 8 Unpaid - -

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